Common use of RECOGNITION AND COVERAGE Clause in Contracts

RECOGNITION AND COVERAGE. 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of production, maintenance, office, technical, clerical and railroad employees of the Company, excluding only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose duties include a material level of production, maintenance, office, technical or clerical work; the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood that supervisors at a plant shall not perform work on a job normally performed by the bargaining unit except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and d. work that would be unreasonable to assign to an Employee or which is negligible in amount. reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater.

RECOGNITION AND COVERAGE. 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of production, maintenance, office, technical, clerical individuals occupying production and railroad employees of maintenance jobs in the Company, excluding Company facilities covered by this Agreement. Individuals within this bargaining unit shall be known as “Employees.” The term “Employees” excludes only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the this bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose in a Plant with duties that include a material level of productionproduction or maintenance work or both, maintenancewhich is (or, officein the case of new work, technical or clerical work; would be) performed on a job within the bargaining unit, the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood The Parties acknowledge that this Agreement contemplates a substantial restructuring of bargaining unit work that broadens the duties historically performed by the bargaining unit, thereby reducing the need for and level of supervision. Consistent with the foregoing, supervisors at a plant Plant shall not perform work on a job normally which, under the restructuring it is contemplated will be performed by the bargaining unit unit, except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and; d. work that would be unreasonable to assign to an Employee or which is negligible in amount; and e. work which is incidental to supervisory duties on a job normally performed by a supervisor. 5. If a non-bargaining unit employee performs work in violation of Paragraph 4 and the Employee who otherwise would have performed this work can reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater. 6. When an Employee is assigned as a temporary ▇▇▇▇▇▇▇ or supervisor, Management shall notify the Local Union Grievance Chairperson in writing within fourteen (14) days of the assignment. Such assignments shall be limited to: a. The short-term absence of a ▇▇▇▇▇▇▇ for reasons such as sickness, jury duty or vacation. b. A ▇▇▇▇▇▇▇ position resulting from increases in operating requirements over and above normal levels. Such a position shall not be filled by the assignment of any Employee as temporary ▇▇▇▇▇▇▇ for a period in excess of ten (10) consecutive months, provided however, that such period may be extended by mutual agreement. c. Twenty-first turn coverage on continuous operations. d. Evaluation as a candidate for a managerial position for up to six (6) months during the term of the Agreement. 7. An Employee assigned as a temporary ▇▇▇▇▇▇▇ or supervisor will not issue discipline to Employees, provided that this provision will not prevent a temporary ▇▇▇▇▇▇▇ or supervisor from relieving an Employee from work for the balance of the turn for alleged misconduct. An Employee will not be called by either Party in the grievance procedure or arbitration to testify as a witness regarding any events involving discipline which occurred while the Employee was assigned as a temporary ▇▇▇▇▇▇▇ or supervisor.

RECOGNITION AND COVERAGE. 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of productionprod uction, maintenance, office, technical, technical and clerical and railroad employees of the Company, excluding only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the bargaining unit shall be known as “non-bargaining non -bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively collectiv ▇▇▇ as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative repre sentative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose duties include a material mate rial level of production, maintenance, office, technical or clerical work; the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining non -bargaining unit duties are added to a job in the bargaining unit on a temporary tempora ry basis, they may be withdrawn. 4. It is understood that supervisors at a plant shall not perform work on a job normally performed by the bargaining unit except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and d. work that would be unreasonable to assign to an Employee or which is negligible in amount. 5. If an individual other than an Employee performs work in violation of Paragraph 4 and the Employee who otherwise would have performed this work can reasonably be identified, the Company shall pay such Employee his/his/ her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater. 6. An Employee assigned as a temporary ▇▇▇▇▇▇▇ or supervisor will not issue discipline to Employees, provided that this provision will not prevent a temporary ▇▇▇▇▇▇▇ or supervisor from relieving an Employee from work for the balance of the turn for alleged misconduct. An Employee will not be called by either party in the grievance procedure or arbitration to testify as a witness regarding any events involving disciplin e which occurred while the Employee was assigned as a temporary ▇▇▇▇▇▇▇ or supervisor.

RECOGNITION AND COVERAGE. 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of production, maintenance, office, technical, clerical individuals occupying production and railroad employees of maintenance jobs in the Company, excluding Company facilities covered by this Agreement. Individuals within this bargaining unit shall be known as “Employees.” The term “Employees” excludes only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the this bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose in a Plant with duties that include a material level of productionproduction or maintenance work or both, maintenancewhich is (or, officein the case of new work, technical or clerical work; would be) performed on a job within the bargaining unit, the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood The Parties acknowledge that this Agreement contemplates a substantial restructuring of bargaining unit work that broadens the duties historically performed by the bargaining unit, thereby reducing the need for and level of supervision. Consistent with the foregoing, supervisors at a plant Plant shall not perform work on a job normally which, under the restructuring it is contemplated will be performed by the bargaining unit unit, except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and; d. work that would be unreasonable to assign to an Employee or which is negligible in amount; and e. work which is incidental to supervisory duties on a job normally performed by a supervisor. 5. If a non-bargaining unit employee performs work in violation of Paragraph 4 and the Employee who otherwise would have performed this work can reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater. 6. When an Employee is assigned as a temporary f▇▇▇▇▇▇ or supervisor, Management shall notify the Local Union Grievance Chairperson in writing within fourteen (14) days of the assignment. Such assignments shall be limited to: a. The short-term absence of a f▇▇▇▇▇▇ for reasons such as sickness, jury duty or vacation. b. A f▇▇▇▇▇▇ position resulting from increases in operating requirements over and above normal levels. Such a position shall not be filled by the assignment of any Employee as temporary f▇▇▇▇▇▇ for a period in excess of ten (10) consecutive months, provided however, that such period may be extended by mutual agreement. c. Twenty-first turn coverage on continuous operations. d. Evaluation as a candidate for a managerial position for up to six (6) months during the term of the Agreement. 7. An Employee assigned as a temporary f▇▇▇▇▇▇ or supervisor will not issue discipline to Employees, provided that this provision will not prevent a temporary f▇▇▇▇▇▇ or supervisor from relieving an Employee from work for the balance of the turn for alleged misconduct. An Employee will not be called by either Party in the grievance procedure or arbitration to testify as a witness regarding any events involving discipline which occurred while the Employee was assigned as a temporary f▇▇▇▇▇▇ or supervisor.

RECOGNITION AND COVERAGE. 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of production, maintenance, office, technical, clerical and railroad employees of the Company, excluding only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose duties include a material level of production, maintenance, office, technical or clerical work; the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood that supervisors at a plant shall not perform work on a job normally performed by the bargaining unit except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and d. work that would be unreasonable to assign to an Employee or which is negligible in amount. 5. If an individual other than an Employee performs work in violation of Paragraph 4 and the Employee who otherwise would have performed this work can reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater.

RECOGNITION AND COVERAGE. 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of production, maintenance, office, technical, technical and clerical and railroad employees of the Company, excluding only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose duties include a material level of production, maintenance, office, technical or clerical work; the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood that supervisors at a plant shall not perform work on a job normally performed by the bargaining unit except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and d. work that would be unreasonable to assign to an Employee or which is negligible in amount. 5. If an individual other than an Employee performs work in violation of Paragraph 4 and the Employee who otherwise would have performed this work can reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater. 6. An Employee assigned as a temporary ▇▇▇▇▇▇▇ or supervisor will not issue discipline to Employees, provided that this provision will not prevent a temporary ▇▇▇▇▇▇▇ or supervisor from relieving an Employee from work for the balance of the turn for alleged misconduct. An Employee will not be called by either party in the grievance procedure or arbitration to testify as a witness regarding any events involving discipline which occurred while the Employee was assigned as a temporary ▇▇▇▇▇▇▇ or supervisor.

RECOGNITION AND COVERAGE. 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of productionindividuals occupying salaried office clerical, maintenancesalaried technical and salaried plant clerical jobs in the Company facilities covered by this Agreement. Individuals within this bargaining unit shall be known as “Employees.” The term “Employees” excludes only production and maintenance bargaining unit employees, office, technical, clerical and railroad employees of the Company, excluding only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the this bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose in a Plant with duties that include a material level of productionclerical or technical work or both, maintenancewhich is (or, officein the case of new work, technical or clerical work; would be) performed on a job within the bargaining unit, the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. The Company will provide the Union thirty (30) days notice of the establishment of any such job. 4. It is understood The Parties acknowledge that this Agreement contemplates a substantial restructuring of bargaining unit work that broadens the duties historically performed by the bargaining unit, thereby reducing the need for and level of supervision. Consistent with the foregoing, supervisors at a plant Plant shall not perform work on a job normally which, under the restructuring it is contemplated will be performed by the bargaining unit unit, except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and; d. work that would be unreasonable to assign to an Employee or which is negligible in amount; and e. work which is incidental to supervisory duties on a job normally performed by a supervisor. 5. If a non-bargaining unit employee performs work in violation of Paragraph 4 and the Employee who otherwise would have performed this work can reasonably be identified, the Company shall pay such Employee his/her applicable Regular Salary Rate of Pay for the time involved or for four (4) hours, whichever is greater. 6. When an Employee is assigned as a temporary ▇▇▇▇▇▇▇ or supervisor, Management shall notify the Local Union Grievance Chairperson in writing within fourteen (14) days of the assignment. Such assignments shall be limited to: a. The short term absence of a ▇▇▇▇▇▇▇ for reasons such as sickness, jury duty or vacation. b. A ▇▇▇▇▇▇▇ position resulting from increases in operating requirements over and above normal levels. Such a position shall not be filled by the assignment of any Employee as temporary ▇▇▇▇▇▇▇ for a period in excess of ten (10) consecutive months, provided however, that such period may be extended by mutual agreement. c. Twenty-first turn coverage on continuous operations. d. Evaluation as a candidate for a managerial position for up to six (6) months during the term of the Agreement. e. An Employee assigned as a temporary ▇▇▇▇▇▇▇ or supervisor will not issue discipline to Employees, provided that this provision will not prevent a temporary ▇▇▇▇▇▇▇ or supervisor from relieving an Employee from work for the balance of the turn for alleged misconduct. An Employee will not be called by either Party in the grievance procedure or arbitration to testify as a witness regarding any events involving discipline which occurred while the Employee was assigned as a temporary ▇▇▇▇▇▇▇ or supervisor.

RECOGNITION AND COVERAGE. ‌ 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of production, maintenance, office, technical, clerical individuals occupying production and railroad employees of maintenance jobs in the Company, excluding Company facilities covered by this Agreement. Individuals within this bargaining unit shall be known as “Employees.” The term “Employees” excludes only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the this bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose in a Plant with duties that include a material level of productionproduction or maintenance work or both, maintenancewhich is (or, officein the case of new work, technical or clerical work; would be) performed on a job within the bargaining unit, the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood The Parties acknowledge that this Agreement contemplates a substantial restructuring of bargaining unit work that broadens the duties historically performed by the bargaining unit, thereby reducing the need for and level of supervision. Consistent with the foregoing, supervisors at a plant Plant shall not perform work on a job normally which, under the restructuring it is contemplated will be performed by the bargaining unit unit, except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and; d. work that would be unreasonable to assign to an Employee or which is negligible in amount; and e. work which is incidental to supervisory duties on a job normally performed by a supervisor. 5. If a non-bargaining unit employee performs work in violation of Paragraph 4 and the Employee who otherwise would have performed this work can reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater. 6. When an Employee is assigned as a temporary ▇▇▇▇▇▇▇ or supervisor, Management shall notify the Local Union. Such assignments shall be limited to: a. The short term absence of a ▇▇▇▇▇▇▇ for reasons such as sickness, jury duty or vacation. b. A ▇▇▇▇▇▇▇ position resulting from increases in operating requirements over and above normal levels. Such a position shall not be filled by the assignment of any Employee as temporary ▇▇▇▇▇▇▇ for a period in excess of ten (10) consecutive months, provided however, that such period may be extended by mutual agreement. c. Twenty-first turn coverage on continuous operations. d. Evaluation as a candidate for a managerial position for up to six (6) months during the term of the Agreement. 7. An Employee assigned as a temporary ▇▇▇▇▇▇▇ or supervisor will not issue discipline to Employees, provided that this provision will not prevent a temporary ▇▇▇▇▇▇▇ or supervisor from relieving an Employee from work for the balance of the turn for alleged misconduct. An Employee will not be called by either Party in the grievance procedure or arbitration to testify as a witness regarding any events involving discipline which occurred while the Employee was assigned as a temporary ▇▇▇▇▇▇▇ or supervisor.

RECOGNITION AND COVERAGE. 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of individuals occupying production, maintenance, office, technical, and hourly rated clerical and railroad employees of jobs in the Company, excluding Company facilities covered by this Agreement. Individuals within this bargaining unit shall be known as “Employees.” The term “Employees” excludes only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the this bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose in a Plant with duties that include a material level of productionproduction or maintenance work or both, maintenancewhich is (or, officein the case of new work, technical or clerical work; would be) performed on a job within the bargaining unit, the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood The Parties acknowledge that this Agreement contemplates a substantial restructuring of bargaining unit work that broadens the duties historically performed by the bargaining unit, thereby reducing the need for and level of supervision. Consistent with the foregoing, supervisors at a plant Plant shall not perform work on a job normally which, under the restructuring it is contemplated will be performed by the bargaining unit unit, except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and; d. work that would be unreasonable to assign to an Employee or which is negligible in amount; and e. work which is incidental to supervisory duties on a job normally performed by a supervisor. 5. If a non-bargaining unit employee performs work in violation of Paragraph 4 and the Employee who otherwise would have performed this work can reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater. 6. An Employee assigned as a temporary ▇▇▇▇▇▇▇ or supervisor will not issue discipline to Employees, provided that this provision will not prevent a temporary ▇▇▇▇▇▇▇ or supervisor from relieving an Employee from work for the balance of the turn for alleged misconduct. An Employee will not be called by either Party in the grievance procedure or arbitration to testify as a witness regarding any events involving discipline which occurred while the Employee was assigned as a temporary ▇▇▇▇▇▇▇ or supervisor.